The aim of the research is to prepare proposals for assurance of the business clusters formation regarding the regional development potential upon study of the clusterization of Lithuanian regional companies. After extensive analysis of scientific literature, the qualification of the cluster, their structure, main features, goals and benefits to its members, region, and sector where cluster is based, are observed. From analysis of relevant secondary data the main problems that hinder the development of clusters in distinct regions of Lithuania are distinguished. It is revealed that clusterization in Lithuanian regions lags far behind big cities, it is much more passive and clusters there often reach only the level of a micro-cluster. Clusters are most developed in the tourism and food industries, using traditional means instead of high-techs, failing to benefit from EU support for clustering development. In order to improve the clusterization situation in Lithuania and its development in the regions, more attention and investment are to be allocated for promoting cooperation between the companies and the business and science, research sectors, and joining the international cluster. The state support should be prioritized in the rural regions locating less clusters, forming a reliable means and communication network for these clusters' development.
This paper analyses the empowerment of remotely working employees in the case of Lithuanian companies. Research methods were scientific literature review and a quantitative method of questionnaire survey. It revealed that an employee is psychologically empowered when working remotely when they feel the meaning, enthusiasm, and competency related to the job, while structural empowerment manifests itself as the opportunities, information, resources, and support that exist in the organization and are available to the employee. The manifestation of remote work empowerment is sufficient in all groups of both psychological and structural empowerment dimensions. The results for the fully and hybrid remotely working employees’ empowerment differed little. The study found that all the dimensions of remote work are interlinked, so that only when they are sufficiently fulfilled in corpore, could a higher manifestation of employee empowerment be achieved.
The paper investigates interpersonal and work relationships in Lithuanian companies based on scientific literature analysis and qualitative research. The authors present the findings of a questionnaire survey conducted on employees’ work relationships in Lithuanian companies.
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